Levels of Grievance Procedures Sample Clauses

Levels of Grievance Procedures a. Level One: Informal Discussion: Within thirty (30) days of the time the grievant first had knowledge or reasonably should have had knowledge of the action upon which the grievance is filed, they will discuss the grievance with the immediate supervisor, with the objective of resolving the matter informally.
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Levels of Grievance Procedures. 753 1. Level One- Principal or Immediate Supervisor (Informal). An employee with a 754 grievance shall first discuss it with the principal or immediate supervisor, with the 755 objective of resolving the matter informally. 756 2. Level Two- Principal or Immediate Supervisor (Formal). If the grievance cannot be 757 resolved informally, the aggrieved employee shall file the grievance in writing and, 758 at a mutually agreeable time, discuss the matter with the principal or immediate 759 supervisor. The form for filing the grievance shall be designed by the Association, 760 and subject to the approval of the Employer. The written grievance shall state the 761 nature of the grievance and shall state the remedy requested. The filing of the 762 formal written grievance at the second step must be within fifteen (15) working 763 days after the date of occurrence of the event giving rise to the grievance. The 764 principal or immediate supervisor shall make a decision on the grievance and 765 communicate it in writing to the employee within ten (10) working days after 766 receipt of the grievance. 767 3. Level Three- Director of Personnel Responsible under the Superintendent’s Level or 768 their Designee. In the event a grievance has not been satisfactorily resolved at the 769 second level, the aggrieved employee shall file, within five (5) working days of the principal’s or immediate supervisor’s written decision at the second level, a copy of the grievance with the Director of Personnel responsible under the Superintendent’s level or their designee. Within ten (10) working days after such written grievance is filed, the aggrieved and the Director of Personnel responsible under the Superintendent’s level or their designee shall meet to resolve the grievance. The Director of Personnel responsible under the Superintendent's level or their designee shall file an answer within ten (10) working days of the third level grievance and communicate it in writing to the employee and the principal or immediate supervisor. Level Four- Superintendent. In the event a grievance has not been satisfactorily resolved at the third level, the aggrieved employee shall file, within five (5) working days of the Director of Personnel responsible under the Superintendent’s level or their designee’s written decision at the third level, a copy of the grievance with the Superintendent. Within ten (10) working days after such written grievance is filed, the aggrieved and Superintendent or thei...
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Levels of Grievance Procedures. Level One- Principal or Immediate Supervisor (Informal). An employee with a 753 grievance shall first discuss it with the principal or immediate supervisor, with the 754 objective of resolving the matter informally.
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Levels of Grievance Procedures. Informal Discussion: Within twenty (20) days of the time the aggrieved first had knowledge, or reasonably should have had knowledge of the action upon which the grievance is filed, whichever first occurs, they will discuss the grievance with the immediate supervisor with the objective of resolving the matter informally. The grievant shall identify the discussion as a grievance discussion. All responses to the informal grievance by the immediate supervisor shall be in writing and within the timelines established at the informal grievance meeting.
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Levels of Grievance Procedures 
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Related to Levels of Grievance Procedures

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • GRIEVANCE PROCEDURE 9.1 It is the mutual desire of the Board and the Union that the complaints of employees shall be adjusted as quickly as possible, and it is understood that an employee has no grievance until they have first given the Principal, Immediate Supervisor or designate an opportunity to adjust the employee's complaints. It is further understood that an employee who uses avenues other than the Grievance Procedure contained in article 9 to rectify a complaint or grievance may prejudice their complaint or grievance or arbitration procedure. 9.2 An employee who has a complaint must bring that complaint to the attention of the Principal, Immediate Supervisor or designate within ten (10) working days of when the employee became or ought reasonably to have become aware of the circumstances which gave rise to the complaint. The Principal, Immediate Supervisor or designate shall verbally reply to the complaint within ten (10) working days from the presentation of the complaint. 9.3 Failing settlement when an employee has a complaint arising out of the interpretation, application, administration or alleged violation of the terms of the Agreement, the employee or union representative shall reduce the grievance to writing, stating the nature of the grievance, the Article or Articles allegedly violated, the redress sought, sign the grievance, and then, within five (5) working days of the verbal reply to 9.2 above, submit the grievance to the Superintendent responsible for Human Resources or designate, following which the grievance will be processed in the following manner and sequence. 9.4 Within ten (10) working days of receipt of the written grievance, the Superintendent responsible for Human Resources or designate, shall convene a meeting with the Union Grievance Committee and grievor in an effort to resolve the grievance. The Superintendent responsible for Human Resources or designate shall render a decision in writing within ten (10) working days after the meeting. 9.5 In discussing a complaint, the employee shall be allowed time off during working hours (provided this occurs during normal business hours) and shall have Union representation. A National Representative of the Union may be present at the request of the Union. 9.6 The Union recognizes that each Union representative is employed and that he/she will not leave his/her work during working hours except to perform his/her duties under the Collective Agreement. Therefore, no Union representative shall leave his/her work without obtaining the permission of his/her supervisor. Permission shall not be withheld unreasonably.

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